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Statutory Instrument 1998 No. 1833The Working Time Regulations 1998(The document as of February, 2008) STATUTORY INSTRUMENTS1998 No. 1833TERMS AND CONDITIONS OF EMPLOYMENTThe Working Time Regulations 1998
The Secretary of State, being a Minister designated for the purposes of section 2(2) of the European Communities Act 1972[1] in relation to measures relating to the organization of working time[2] and measures relating to the employment of children and young persons[3], in exercise of the powers conferred on him by that provision hereby makes the following Regulations - Citation, commencement and extent 1. - (1) These Regulations may be cited as the Working Time Regulations 1998 and shall come into force on 1st October 1998. (2) These Regulations extend to Great Britain only. Interpretation 2. - (1)In these Regulations -
(b) which includes the period between midnight and 5 a.m., which is determined for the purposes of these Regulations by a relevant agreement, or, in default of such a determination, the period between 11 p.m. and 6 a.m.;
(b) who is likely, during night time, to work at least such proportion of his annual working time as may be specified for the purposes of these Regulations in a collective agreement or a workforce agreement; and, for the purpose of paragraph (a) of this definition, a person works hours as a normal course (without prejudice to the generality of that expression) if he works such hours on the majority of days on which he works;
(b) which is provided on a course run by that institution or person;
(b) any other contract, whether express or implied and (if it is express) whether oral or in writing, whereby the individual undertakes to do or perform personally any work or services for another party to the contract whose status is not by virtue of the contract that of a client or customer of any profession or business undertaking carried on by the individual; and any reference to a worker's contract shall be construed accordingly;
(b) any period during which he is receiving relevant training, and (c) any additional period which is to be treated as working time for the purpose of these Regulations under a relevant agreement; and "work" shall be construed accordingly;
(2) In the absence of a definition in these Regulations, words and expressions used in particular provisions which are also used in corresponding provisions of the Working Time Directive or the Young Workers Directive have the same meaning as they have in those corresponding provisions.
(b) a reference in a regulation to a numbered paragraph is to the paragraph in that regulation bearing that number; and (c) a reference in a paragraph to a lettered sub-paragraph is to the sub-paragraph in that paragraph bearing that letter. General 3.The provisions of this Part have effect subject to the exceptions provided for in Part III of these Regulations. Maximum weekly working time 4. - (1) Subject to regulation 5, a worker's working time, including overtime, in any reference period which is applicable in his case shall not exceed an average of 48 hours for each seven days. (2) An employer shall take all reasonable steps, in keeping with the need to protect the health and safety of workers, to ensure that the limit specified in paragraph (1) is complied with in the case of each worker employed by him in relation to whom it applies. (3) Subject to paragraphs (4) and (5) and any agreement under regulation 23(b), the reference periods which apply in the case of a worker are -
(b) in any other case, any period of 17 weeks in the course of his employment. (4) Where a worker has worked for his employer for less than 17 weeks, the reference period applicable in his case is the period that has elapsed since he started work for his employer.
(7) In paragraph (6), "excluded days" means days comprised in -
(b) any period of sick leave taken by the worker; (c) any period of maternity leave taken by the worker; and (d) any period in respect of which the limit specified in paragraph (1) did not apply in relation to the worker by virtue of regulation 5. Agreement to exclude the maximum
(b) subject to any provision in the agreement for a different period of notice, shall be terminable by the worker by giving not less than seven days' notice to his employer in writing. (3) Where an agreement for the purposes of paragraph (1) makes provision for the termination of the agreement after a period of notice, the notice period provided for shall not exceed three months.
(ii) set out any terms on which the worker agreed that the limit should not apply; and (iii) specify the number of hours worked by him for the employer during each reference period since the agreement came into effect (excluding any period which ended more than two years before the most recent entry in the records); (b) permits any inspector appointed by the Health and Safety Executive or any other authority which is responsible under regulation 28 for the enforcement of these Regulations to inspect those records on request; and Length of night work
(b) in any other case, any period of 17 weeks in the course of his employment. (4) Where a worker has worked for his employer for less than 17 weeks, the reference period applicable in his case is the period that has elapsed since he started work for his employer.
(6) A night worker's normal hours of work for the purposes of this regulation are his normal working hours for the purposes of the 1996 Act in a case where section 234 of that Act (which provides for the interpretation of normal working hours in the case of certain employees) applies to him.
(ii) a workforce agreement, which takes account of the specific effects and hazards of night work, or Health assessment and transfer of night workers to day work
(ii) the worker had a health assessment before being assigned to work to be undertaken during such periods on an earlier occasion, and the employer has no reason to believe that that assessment is no longer valid, and (b) shall ensure that each night worker employed by him has the opportunity of a free health assessment at regular intervals of whatever duration may be appropriate in his case. (2) Subject to paragraph (4), an employer -
(ii) the young worker had an assessment of his health and capacities before being assigned to work during the restricted period on an earlier occasion, and the employer has no reason to believe that that assessment is no longer valid; and (b) shall ensure that each young worker employed by him and assigned to work during the restricted period has the opportunity of a free assessment of his health and capacities at regular intervals of whatever duration may be appropriate in his case. (3) For the purposes of paragraphs (1) and (2), an assessment is free if it is at no cost to the worker to whom it relates.
(b) the disclosure is confined to a statement that the assessment shows the worker to be fit -
(ii) in a case where paragraph (1)(b) or (2)(b) applies, to continue to undertake an assignment. (6) Where -
(b) it is possible for the employer to transfer the worker to work -
(ii) which is to be undertaken during periods such that the worker will cease to be a night worker, the employer shall transfer the worker accordingly. Pattern of work
(b) retain such records for two years from the date on which they were made. Daily rest
(b) one uninterrupted rest period of not less than 48 hours in each such 14-day period, in place of the entitlement provided for in paragraph (1).
(b) where there are no provisions of a relevant agreement which apply, at the start of each week or (as the case may be) every other week. (5) In a case where, in accordance with paragraph (4), 14-day periods are to be taken to begin at the start of every other week, the first such period applicable in the case of a particular worker shall be taken to begin -
(b) if the worker's employment begins after the date on which these Regulations come into force, at the start of the week in which that employment begins. (6) For the purposes of paragraphs (4) and (5), a week starts at midnight between Sunday and Monday.
(b) may be reduced where this is justified by technical or organization reasons, but not to less than 36 consecutive hours. Rest breaks
(b) in any leave year beginning after 23rd November 1998 but before 23rd November 1999, three weeks and a proportion of a fourth week equivalent to the proportion of the year beginning on 23rd November 1998 which has elapsed at the start of that leave year; and (c) in any leave year beginning after 23rd November 1999, four weeks. (3) A worker's leave year, for the purposes of this regulation, begins -
(b) where there are no provisions of a relevant agreement which apply -
(ii) if the worker's employment begins after 1st October 1998, on the date on which that employment begins and each subsequent anniversary of that date. (4) Paragraph (3) does not apply to a worker to whom Schedule 2 applies (workers employed in agriculture) except where, in the case of a worker partly employed in agriculture, a relevant agreement so provides.
(b) it may not be replaced by a payment in lieu except where the worker's employment is terminated. Compensation related to entitlement to leave
(b) on the date on which the termination takes effect ("the termination date"), the proportion he has taken of the leave to which he is entitled in the leave year under regulation 13(1) differs from the proportion of the leave year which has expired. (2) Where the proportion of leave taken by the worker is less than the proportion of the leave year which has expired, his employer shall make him a payment in lieu of leave in accordance with paragraph (3).
(b) where there are no provisions of a relevant agreement which apply, a sum equal to the amount that would be due to the worker under regulation 16 in respect of a period of leave determined according to the formula -
(4) A relevant agreement may provide that, where the proportion of leave taken by the worker exceeds the proportion of the leave year which has expired, he shall compensate his employer, whether by a payment, by undertaking additional work or otherwise.
(b) not to take such leave, on particular days, by giving notice to the worker in accordance with paragraph (3).
(b) shall specify the days on which leave is or (as the case may be) is not to be taken and, where the leave on a particular day is to be in respect of only part of the day, its duration; and (c) shall be given to the employer or, as the case may be, the worker before the relevant date. (4) The relevant date, for the purposes of paragraph (3), is the date -
(b) in the case of a notice under paragraph (2)(b), as many days in advance of the earliest day so specified as the number of days or part-days to which the notice relates. (5) Any right or obligation under paragraphs (1) to (4) may be varied or excluded by a relevant agreement.
(b) as if references to the employee's contract of employment were references to the worker's contract; (c) as if the calculation date were the first day of the period of leave in question; and (d) as if the references to sections 227 and 228 did not apply. (4) A right to payment under paragraph (1) does not affect any right of a worker to remuneration under his contract ("contractual remuneration"). Excluded sectors 18.Regulations 4(1) and (2), 6(1), (2) and (7), 7(1), and (6), 8, 10(1), 11(1) and (2), 12(1), 13 and 16 do not apply -
(ii) sea fishing; (iii) other work at sea; or (b) to the activities of doctors in training, or Domestic service
(b) family workers; or (c) workers officiating at religious ceremonies in churches and religious communities. Other special cases
(b) where the worker is engaged in security and surveillance activities requiring a permanent presence in order to protect property and persons, as may be the case for security guards and caretakers or security firms; (c) where the worker's activities involve the need for continuity of service or production, as may be the case in relation to -
(ii) work at docks or airports; (iii) press, radio, television, cinematographic production, postal and telecommunications services and civil protection services; (iv) gas, water and electricity production, transmission and distribution, household refuse collection and incineration; (v) industries in which work cannot be interrupted on technical grounds; (vi) research and development activities; (vii) agriculture; (d) where there is a foreseeable surge of activity, as may be the case in relation to -
(ii) tourism; and (iii) postal services; (e) where the worker's activities are affected by -
(ii) exceptional events, the consequences of which could not have been avoided despite the exercise of all due care by the employer; or (iii) an accident or the imminent risk of an accident. Shift workers
(b) paragraphs (1) and (2) of regulation 11 do not apply in relation to a shift worker when he changes shift and cannot take a weekly rest period between the end of one shift and the start of the next one; and (c) neither regulation 10(1) nor paragraphs (1) and (2) of regulation 11 apply to workers engaged in activities involving periods of work split up over the day, as may be the case for cleaning staff. (2) For the purposes of this regulation -
Collective and workforce agreements
(b) for objective or technical reasons or reasons concerning the organization of work, modify the application of regulation 4(3) and (4) by the substitution, for each reference to 17 weeks, of a different period, being a period not exceeding 52 weeks, in relation to particular workers or groups of workers.
(b) in exceptional cases in which it is not possible, for objective reasons, to grant such a period of rest, his employer shall afford him such protection as may be appropriate in order to safeguard the worker's health and safety. Workers in the armed forces
(ii) exceptional events, the consequences of which could not have been avoided despite the exercise of all due care by the employer; (b) is of a temporary nature; and (2) Where the application of regulation 10(2) or 12(4) is excluded by paragraph (1), and a young worker is accordingly required to work during a period which would otherwise be a rest period or rest break, his employer shall allow him to take an equivalent period of compensatory rest within the following three weeks. Enforcement 28. - (1) In this regulation and regulation 29 -
(b) regulation 24, in so far as it applies where regulation 6(1), (2) or (7) is modified or excluded, and
(2) It shall be the duty of the Health and Safety Executive to make adequate arrangements for the enforcement of the relevant requirements except to the extent that a local authority is made responsible for their enforcement by paragraph (3).
(b) section 20(1), (2)(a) to (d) and (j) to (m), (7) and (8); and (c) sections 21, 22[16], 23(1), (2) and (5), 24 and 26; and (d) section 28, in so far as it relates to information obtained by an inspector in pursuance of a requirement imposed under section 20(2)(j) or (k). (6) Any function of the Health and Safety Commission under the 1974 Act which is exercisable in relation to the enforcement by the Health and Safety Executive of the relevant statutory provisions shall be exercisable in relation to the enforcement by the Executive of the relevant requirements.
(b) paragraphs (f) and (g); (c) paragraph (h), in so far as it refers to an inspector; (d) paragraph (j) in so far as it refers to section 28; and (e) paragraph (k). (3) An employer guilty of an offence under paragraph (1) shall be liable -
(b) on conviction on indictment, to a fine. (4) A person guilty of an offence under a provision of section 33(1) of the 1974 Act as applied by paragraph (2) shall be liable to the penalty prescribed in relation to that provision by subsection (2), (2A) or (3) of section 33[17], as the case may be.
(ii) regulation 24, in so far as it applies where regulation 10(1), 11(1) or (2) or 12(1) is modified or excluded; or (iii) regulation 25(3) or 27(2); or (b) has failed to pay him the whole or any part of any amount due to him under regulation 14(2) or 16(1). (2) An employment tribunal shall not consider a complaint under this regulation unless it is presented -
(b) within such further period as the tribunal considers reasonable in a case where it is satisfied that it was not reasonably practicable for the complaint to be presented before the end of that period of three or, as the case may be, six months. (3) Where an employment tribunal finds a complaint under paragraph (1)(a) well-founded, the tribunal -
(b) may make an award of compensation to be paid by the employer to the worker. (4) The amount of the compensation shall be such as the tribunal considers just and equitable in all the circumstances having regard to -
(b) any loss sustained by the worker which is attributable to the matters complained of. (5) Where on a complaint under paragraph (1)(b) an employment tribunal finds that an employer has failed to pay a worker in accordance with regulation 14(2) or 16(1), it shall order the employer to pay to the worker the amount which it finds to be due to him.
45A. - (1) A worker has the right not to be subjected to any detriment by any act, or any deliberate failure to act, by his employer done on the ground that the worker -
(b) refused (or proposed to refuse) to forgo a right conferred on him by those Regulations, (c) failed to sign a workforce agreement for the purposes of those Regulations, or to enter into, or agree to vary or extend, any other agreement with his employer which is provided for in those Regulations, (d) being -
(ii) a candidate in an election in which any person elected will, on being elected, be such a representative, performed (or proposed to perform) any functions or activities as such a representative or candidate, (2) It is immaterial for the purposes of subsection (1)(e) or (f) -
(b) whether or not the right has been infringed, but, for those provisions to apply, the claim to the right and that it has been infringed must be made in good faith. (2) After section 48(1) of the 1996 Act there shall be inserted the following subsection -
(3) In section 49 of the 1996 Act[18] (remedies) -
(b) after subsection (5), there shall be inserted -
(b) the detriment to which the worker is subjected is the termination of his worker's contract, and (c) that contract is not a contract of employment, any compensation must not exceed the compensation that would be payable under Chapter II of Part X if the worker had been an employee and had been dismissed for the reason specified in section 101A." (4) In section 192(2) of the 1996 Act (provisions applicable in relation to service in the armed forces), after paragraph (a) there shall be inserted -
(5) In sections 194(2)(c), 195(2)(c) and 202(2)(b) of the 1996 Act, for "sections 44 and 47"there shall be substituted "sections 44, 45A and 47".
Unfair dismissal
101A.An employee who is dismissed shall be regarded for the purposes of this Part as unfairly dismissed if the reason (or, if more than one, the principal reason) for the dismissal is that the employee -
(b) refused (or proposed to refuse) to forgo a right conferred on him by those Regulations, (c) failed to sign a workforce agreement for the purposes of those Regulations, or to enter into, or agree to vary or extend, any other agreement with his employer which is provided for in those Regulations, or (d) being -
(ii) a candidate in an election in which any person elected will, on being elected, be such a representative, performed (or proposed to perform) any functions or activities as such a representative or candidate." (2) In section 104 of the 1996 Act (right of employees not to be unfairly dismissed for asserting particular rights) in subsection (4) -
(b) after paragraph (c), there shall be inserted the words -
(d) the rights conferred by the Working Time Regulations 1998." (3) In section 105 of the 1996 Act (redundancy as unfair dismissal), after subsection (4) there shall be inserted the following subsection -
(4) In sections 108(3) and 109(2) of the 1996 Act, after paragraph (d) there shall be inserted -
(5) In sections 117(4)(b), 118(3), 120(1), 122(3), 128(1)(b) and 129(1) of the 1996 Act, after "100(1)(a) and (b)," there shall be inserted "101A(d),".
(b) in paragraph (g)(ii), after "of that section," there shall be inserted "or by reason of the application of subsection (4A) in so far as it applies where the reason (or, if more than one, the principal reason) for which an employee was selected for dismissal was that specified in section 101A(d)". (7) In section 209(2) of the 1996 Act (which lists provisions excluded from the scope of the power to amend the Act by order), after "101," in paragraph (e) there shall be inserted "101A,".
(b) after paragraph (f), there shall be inserted the words -
(ff) under regulation 30 of the Working Time Regulations 1998,". Appeals
Restrictions on contracting out
(b) to preclude a person from bringing proceedings under these Regulations before an employment tribunal. (2) Paragraph (1) does not apply to -
(b) any agreement to refrain from instituting or continuing proceedings within section 18(1)(ff) of the Employment Tribunals Act 1996 (proceedings under these Regulations where conciliation is available), if the conditions regulating compromise agreements under these Regulations are satisfied in relation to the agreement. (3) For the purposes of paragraph (2)(b) the conditions regulating compromise agreements under these Regulations are that -
(b) the agreement must relate to the particular complaint, (c) the worker must have received advice from a relevant independent adviser as to the terms and effect of the proposed agreement and, in particular, its effect on his ability to pursue his rights before an employment tribunal, (d) there must be in force, when the adviser gives the advice, a contract of insurance, or an indemnity provided for members of a profession or professional body, covering the risk of a claim by the worker in respect of loss arising in consequence of the advice, (e) the agreement must identify the adviser, and (f) the agreement must state that the conditions regulating compromise agreements under these Regulations are satisfied. (4) A person is a relevant independent adviser for the purposes of paragraph (3)(c) -
(b) if he is an officer, official, employee or member of an independent trade union who has been certified in writing by the trade union as competent to give advice and as authorised to do so on behalf of the trade union, or (c) if he works at an advice centre (whether as an employee or as a volunteer) and has been certified in writing by the centre as competent to give advice and as authorised to do so on behalf of the centre. (5) But a person is not a relevant independent adviser for the purposes of paragraph (3)(c) in relation to the worker -
(b) in the case of a person within paragraph (4)(b) or (c), if the trade union or advice centre is the employer or an associated employer, or (c) in the case of a person within paragraph (4)(c), if the worker makes a payment for the advice received from him. (6) In paragraph (4)(a), "qualified lawyer" means -
(b) as respects Scotland, an advocate (whether in practice as such or employed to give legal advice), or a solicitor who holds a practising certificate. (7) For the purposes of paragraph (5) any two employers shall be treated as associated if -
(b) both are companies of which a third person (directly or indirectly) has control; and "associated employer" shall be construed accordingly. Agency workers not otherwise "workers" 36. - (1) This regulation applies in any case where an individual ("the agency worker") -
(b) is not, as respects that work, a worker, because of the absence of a worker's contract between the individual and the agent or the principal; and (c) is not a party to a contract under which he undertakes to do the work for another party to the contract whose status is, by virtue of the contract, that of a client or customer of any profession or business undertaking carried on by the individual. (2) In a case where this regulation applies, the other provisions of these Regulations shall have effect as if there were a worker's contract for the doing of the work by the agency worker made between the agency worker and -
(b) if neither the agent nor the principal is so responsible, whichever of them pays the agency worker in respect of the work, and as if that person were the agency worker's employer.
(b) references to a worker's contract shall be construed as references to the terms of employment of a person in Crown employment. (4) No act or omission by the Crown which is an offence under regulation 29 shall make the Crown criminally liable, but the High Court or, in Scotland, the Court of Session may, on the application of a person appearing to the Court to have an interest, declare any such act or omission unlawful.
(b) to employment by an association established for the purposes of Part XI of the Reserve Forces Act 1996[22]. (2) No complaint concerning the service of any person as a member of the armed forces may be presented to an employment tribunal under regulation 30 unless -
(b) that complaint has not been withdrawn. (3) For the purposes of paragraph (2)(b), a person shall be treated as having withdrawn his complaint if, having made a complaint to an officer under the service redress procedures, he fails to submit the complaint to the Defence Council under those procedures.
(b) references to a worker's contract shall be construed as references to the terms of employment of a relevant member of the House of Commons staff. (3) Nothing in any rule of law or the law or practice of Parliament prevents a relevant member of the House of Commons staff from presenting a complaint to an employment tribunal under regulation 30.
(b) who is a member of the Speaker's personal staff. Police service
(b) in relation to a person holding office under section 9(1)(b) or 55(1)(b) of the Police Act 1997[29] (police members of the National Criminal Intelligence Service and the National Crime Squad), the Director General of the National Criminal Intelligence Service or, as the case may be, the Director General of the National Crime Squad; and (c) in relation to any other person holding the office of constable or an appointment as a police cadet, the person who has the direction and control of the body of constables or cadets in question. Non-employed trainees 1.An agreement is a workforce agreement for the purposes of these Regulations if the following conditions are satisfied -
(b) it has effect for a specified period not exceeding five years; (c) it applies either -
(ii) to all of the relevant members of the workforce who belong to a particular group; (d) the agreement is signed -
(ii) if the employer employed 20 or fewer workers on the date referred to in sub-paragraph (d)(i), either by the appropriate representatives in accordance with that sub-paragraph or by the majority of the workers employed by him; (e) before the agreement was made available for signature, the employer provided all the workers to whom it was intended to apply on the date on which it came into effect with copies of the text of the agreement and such guidance as those workers might reasonably require in order to understand it fully. 2.For the purposes of this Schedule -
3.The requirements concerning elections referred to in paragraph 2 are that -
(b) the candidates for election as representatives of the workforce are relevant members of the workforce, and the candidates for election as representatives of a group are members of the group; (c) no worker who is eligible to be a candidate is unreasonably excluded from standing for election; (d) all the relevant members of the workforce are entitled to vote for representatives of the workforce, and all the members of a particular group are entitled to vote for representatives of the group; (e) the workers entitled to vote may vote for as many candidates as there are representatives to be elected; (f) the election is conducted so as to secure that -
(ii) the votes given at the election are fairly and accurately counted. 1.Except where, in the case of a worker partly employed in agriculture, different provision is made by a relevant agreement -
(b) the dates on which leave is taken by a worker employed in agriculture shall be determined in accordance with an agricultural wages order which applies to him. 2.Where, in the case referred to in paragraph 1 above, a relevant agreement makes provision different from sub-paragraph (a) or (b) of that paragraph -
(b) an employer giving effect to that provision shall not thereby be taken to have failed to comply with the requirements of an agricultural wages order. 3.In this Schedule, "an agricultural wages order" means an order under section 3 of the Agricultural Wages Act 1948 or section 3 of the Agricultural Wages (Scotland) Act 1949. (This note is not part of the Regulations) These Regulations implement Council Directive 93/104/EC concerning certain aspects of the organization of working time (O.J. No. L307, 13.12.93, p.18) and provisions concerning working time in Council Directive 94/33/EC on the protection of young people at work (O.J. No. L216, 20.8.94, p.12). The provisions in the latter Directive which are implemented relate only to adolescents (those aged between 15 and 18 who are over compulsory school age); provisions in that Directive relating to children were implemented by the Children (Protection at Work) Regulations 1998 (S.I.1998/276). Provisions implementing that Directive in relation to adolescents employed on ships are to be included in separate regulations to be made shortly after the date on which these Regulations are made, and adolescents employed on ships are accordingly excluded from the scope of these Regulations (regulation 26). Regulations 4 to 9 in these Regulations impose obligations on employers, enforceable by the Health and Safety Executive and local authorities; failure to comply is an offence. The obligations concern the maximum average weekly working time of workers (subject to provision for individual workers to agree that the maximum should not apply to them), the average normal hours of night workers, the provision of health assessments for night workers, and rest breaks to be given to workers engaged in certain kinds of work; employers are also required to keep records of workers' hours of work. Regulations 10 to 17 confer rights on workers, enforceable by proceedings before employment tribunals. The rights are to a rest period in every 24 hours during which a worker works for his employer and longer rest periods each week or fortnight, to a rest break in the course of a working day, and to a period of paid annual leave. Regulations 18 to 27 provide for particular regulations not to apply, either in relation to workers engaged in certain kinds of work or where particular circumstances arise. There is also provision for groups of workers and their employers to agree to modify or exclude the application of particular regulations. The remaining regulations make provision in relation to enforcement and remedies, and in respect of agency workers, Crown servants, Parliamentary staff, the police, trainees and agricultural workers. The Employment Rights Act 1996 is amended to include a right for workers not to be subjected to any detriment for refusing to comply with a requirement contrary to these Regulations or to forgo a right conferred by them, and to provide that the dismissal of an employee on account of any such refusal is unfair dismissal for the purposes of the Act. Notes: [1] 1972 c.68.back [2] S.I. 1997/1174.back [3] S.I. 1996/266.back [4] 1996 c.18.back [5] 1992 c.52.back [6] 1948 c.47.back [7] 1949 c.30.back [8] O.J. No. L307, 13.12.93, p.18.back [9] 1996 c.56.back [10] 1980 c.44.back [11] O.J. No. L216, 20.8.94, p.12.back [12] S.I. 1992/2051, amended by S.I. 1994/2865 and 1997/135.back [13] 1995 c.21.back [14] 1974 c.37.back [15] S.I. 1998/494.back [16] Section 22 of the 1974 Act was amended by the Consumer Protection Act 1987 (c.43), Schedule 3, paragraph 2.back [17] Subsection (2A) of section 33 of the 1974 Act was inserted by the Offshore Safety Act 1992 (c.15), section 4(3).back [18] Section 49 of the 1996 Act was amended by the Public Interest Disclosure Act 1998 (c.23), section 4.back [19] 1992 c.52: subsection (1A) of section 237 and subsection (2A) of section 238 were inserted by the Trade Union Reform and Employment Rights Act 1993 (c.19), Schedule 8, paragraphs 76 and 77.back [20] 1996 c.17; section 1(2) of the Employment Rights (Dispute Resolution) Act 1998 (c.8) provides for the Industrial Tribunals Act 1996 to be cited as the Employment Tribunals Act 1996.back [21] 1990 c.41.back [22] 1996 c.14.back [23] 1955 c.18.back [24] 1955 c.19.back [25] 1957 c.53.back [26] Each of the sections referred to in paragraph (5) was substituted by section 20 of the Armed Forces Act 1996 (c.46).back [27] S.I. 1969/1787, to which there are amendments not relevant to these Regulations.back [28] S.I. 1985/1531, to which there are amendments not relevant to these Regulations.back [29] 1997 c.16.back [30] 1948 c.47.back [31] 1949 c.30.back [a] Amended by Correction Slip. Page 12, Excluded sectors, Regulation 18(c), line 1: delete "specified" substitute "specific". back ISBN 0 11 079410 9 -- Back --
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